Application window is expected to close on January 22nd, 2025

What You'll Do

The 8000 product operations team is looking for a motivated and skilled Supply Chain Program Manager (SCPM) to drive the supply chain readiness, total cost management, and BOM resiliency on all HW programs from pre-concept to FCS.

The SCPM will be accountable for the assigned product portfolio’s total cost & margin management, cost reduction programs and risk mitigation for new products.

SCPM has to understand all elements of HW & SW product cost; validate the integrity of the costed BOM and forward costing; be able to clearly articulate the main cost drivers, cost reduction, and cost avoidance activities and support Standard & Gross Margin management those products through value engineering, Commodity Analysis and BOM optimization for all the Product groups for Data Center Switching.

The additional responsibility would be to prepare the supply chain and lead a ramp plan to ensure continuity of material supply and delivery between proto and early production for assigned HW products.

Who You'll Work With

This SCPM Cost Management role is highly visible and you will closely engage with key HW engineers in the Business Unit, Suppliers, GSM and SC finance to ensure Cost savings and Gross Margin performance expectations are met and aligned with BU strategy.

Our Minimum Qualifications for This Role

• Bachelors degree or equivalent experience
• 5-7+ years working experience in Supply Chain and Cost Management or equivalent

Preferred Qualifications

• Effective people/interpersonal skills to work with engineering and manufacturing team members in an interactive global environment
• Efficient organization and multi-tasking skills to manage various projects at a time
• Experience with cost avoidance, cost reduction and value engineering
• Expertise in understanding a product Bill of Material and costing
• Experience in Manufacturing and process improvements to drive cost-down and lead-time improvements
• Knowledge of PLM processes, exposure to Agile PDM system is an advantage
• Sophisticated and outstanding analytical skills
• Advanced presentation skills
• Strong verbal and written English skills
• Strong problem solving and root cause analysis skills
• Knowledge and application of industry innovations / trends and application to product or program

Why Cisco

#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference powering an inclusive future for all.

We embrace digital, and help our customers implement change in their digital businesses. Some may think we’re “old” (36 years strong) and only about hardware, but we’re also a software company. And a security company. We even invented an intuitive network that adapts, predicts, learns and protects. No other company can do what we do – you can’t put us in a box!

But “Digital Transformation” is an empty buzz phrase without a culture that allows for innovation, creativity, and yes, even failure (if you learn from it.)

Day to day, we focus on the give and take. We give our best, give our egos a break, and give of ourselves (because giving back is built into our DNA.) We take accountability, bold steps, and take difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.

So, you have colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. Passion for technology and world changing? Be you, with us!

When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings.

Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows:

.75% of incentive target for each 1% of revenue attainment up to 50% of quota;

1.5% of incentive target for each 1% of attainment between 50% and 75%;

1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.

For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.